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Thirukkural is one of the most consequential works in the realm of Tamil literature. Awashed in blistering insight and an unremitting fount of wisdom, Thirukkural is the most celebrated literature in Tamil. It wouldn't be an exaggeration to consider Thirukkural as a scripture that governs and guides people to lead a worthy life. Strung together as 1330 Couplets, Thirukkural contains 133 chapters each comprising 10 couplets. Each couplet of this classic is steeped in profound meaning and holds rich lessons for all aspects of life. Every chapter deals with a specific topic that expounds on the various facets of life. Undoubtedly, Thirukkural has stood the test of time for over 2000 years and serves as a moral compass for mankind to this day. There is hardly any area of human life that remains untouched by Thirukkural. Admittedly, Leadership themes are no exception. Many couplets in Thirukkural bristle with deep meaning that resonate with the modern-day concept of leadership. Thus, this paper shines more light on how the pithy aphorisms of Thirukkural can be applied to the context of leadership that will leave one rich with granular clarity and a profound understanding [ABSTRACT FROM AUTHOR]

As it relates to the contemporary business world¸ the importance of the strength in which a firm´s people identify with an organization cannot be understated. Members who strongly identify with an organization experience an increased "connectedness" with the organization within which they are employed. Hence it becomes essential to enhance organizational identification among employees. An extensive study on the variables that enhances identification reveals that culture and learning practices in an organization stimulates identification. Hence the objective of this study is to explore the impact of culture and learning on different levels of organizational identification. This research employed a survey design¸ deriving a sample of 378 respondents from 10 Insurance Companies. Multiple Regression analysis and Multiple Discriminant Function Analysis were done to analyze the data. Findings of the study have implications for both the researcher as well as for managers of Insurance Companies. [ABSTRACT FROM AUTHOR]

With the continuous changes in the organizational environment, the importance of organizational identification becomes more significant. Identification is a psychological construct that connects the employees with the organization they work for. Understanding the antecedents of identification will aid the organization to shore up organizational efficiency by creating conditions that spur high degrees of identification among employees. The purpose of this study is to understand the relationship among the variables, such as Organizational Culture (OC), Organizational Learning (OL) and Organizational Identification (OID). Though the study is exploratory, it is based on the general proposition that employees' identification with the organization will be influenced by the learning style of an organization and the strength of this influence will be determined by the manner in which they perceive the culture of an organization. Path analysis is used to explore these relationships. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of the paper is to apply "Capacity Building" as a template for diagnosing, assessing and building the recruitment & selection capacity in an organization. Design/methodology/approach: This study adopted a purposive sampling with regards to the selection of the organization. The respondents (N=100) were drawn from a leading automotive manufacturing company at Irungattutkottai, SIPCOT, Kanchipuram. Almost all the middle level managers in the organization participated in the survey. Findings: Using POET tool, raw standardized and scaled capacity and consensus scores were calculated and the resultant scores were mapped on the GRID for assessing the various capacity areas of Recruitment and Selection activity. Practical Implications: The results of the study would help automotive firm to identify the capacity lag areas and take steps to close the gap. Similiar firms can treat the capacity and consensus scores of the sampled organization as a benchmark score and ensure that they are able to accomplish benchmark scores. Besides, the paper offers immense scope to extend the capacity building exercise to other HRM activities or functions of the organization and to the organization as a whole. Originality / Value: Capacity Building, per se is widely practised in non-profit sector. An attempt is made to apply the concept of capacity building to the for-profit organizations. POET tool used widely by non-profit organizations is customized to fit the 'for- profit organizations'. [ABSTRACT FROM AUTHOR]

As the corporate terra-firma becomes more knowledge-based and organizations morph into performance-conscious and knowledge-driven entities, organizations lean heavily on their intangible assets to build value. As a result, performance management at the individual employee level has become a critical imperative and the business case for implementing a system to measure and improve employee performance has become stronger than ever. The extant performance management literature, though vibrant and diverse, is highly fragmented and compartmentalized. No tool is readily available for organizations to assess the complete performance management cycle. The present study attempts to develop a psychometrically sound assessment scale for improving and enhancing the performance management process. When a scale is developed, the first step is to assess the content validity. This research was re-calibrated according to Lynn's two-step stages of development and judgment. A total of 35 items were generated for the five subscales which form the performance management cycle. Experts' ratings on the items were analyzed using median, percentage agreement item ambiguity, Content Validity Index (CVI), Aiken's content validity coefficient (VIk) and Content Validity Ratio (CVR). Based on the decision rules established for this study, items were either retained or removed. The scope of this paper is to describe the process and results of generating evidence for content validity of the Performance Management Capacity Building Scale (PMCBS). [ABSTRACT FROM AUTHOR]

Workplace spirituality is gaining traction in recent times. Though the confluence of age-old mysticism and good old capitalism sounds bit anachronistic, this inter-play has become a subject of fascination for both practitioners and academicians atleast from the perspective of workplace spirituality. Workplace spirituality is increasingly becoming a matter of interest to organizations because of the host of benefits it offers. Workplace spirituality seeks to build the capacity at two levels i.e. individual and organization. At individual level, it seeks to nurture the creativity, imagination and intuition besides improving the trust and honesty. At organization level, workplace spirituality holds out potential to improve organization performance. This paper looks in to the reasons for the surge of interest in spirituality at work, spirituality dealt in the realm of wisdom traditions, approaches to implementing workplace spirituality and the link between spirituality and individual and organizational outcomes. [ABSTRACT FROM AUTHOR]

In the last two decades, capacity building has gained significance among non-governmental organizations, not-for-profit organizations, community development agencies and civil society organizations. These organizations embrace capacity building to find out the effectiveness of the programs funded or organized by them. In doing so, the development organizations assess their existing capacities and devise relevant strategies to further improve their capacities. Though a diversity of views about the term capacity building abounds, there is no getting away from its all- pervasive nature. Capacity building has found resonance across a wide swathe of sectors which includes community development, health, education, watershed development, irrigation, education, civil society, tourism, infrastructure and so on. Increasingly, capacity building is being extended to for-profit organizations also. This paper offers a glimpse of the concept, framework of capacity building and the bewildering range of programs undertaken in India at different levels. [ABSTRACT FROM AUTHOR]

The article discusses research which evaluated the prominent capacity assessment tools relating to not-for profit and for-profit organizations from 1990 to 2012. Particular focus is given on peer-reviewed articles and grey literature and reports from not-for-profit and for-profit entities in Google Scholar, EBSCO database for articles from 1990 to 2012. The tools reviewed include the Marguerite Casey Foundation Organizational Capacity Assessment Tool.